Yes

2 Master Tech's 1 Apprentice 1 Lube Tech 2 Advisors 1 CSR 3 Facilities Assistants

Hours are: - 7:00 AM to 5:00 PM Monday - Thursday - 7:00 AM to 2:00 PM Friday - Closed on Saturday and Sunday. Alternate Work Schedules are available.

Specialty tools such as: Pullers, Timing Chain service, Cooling System Pressure Tester, Fuel Cap Pressure Tester, Hub Tamer, Leak Detection Equipment Larger equipment such as Pico Scope, Autel MaxiSys, Snap On Smart Smoke, Snap On Portable 5 gas, Pro-Cut Brake Lathe, Hunter Alignment, Lincoln Welding Equipment, BG Fluid Service Machines, A/C service Equipment, Midtronics GR8 Battery & Electrical System Diagnostic Station, Hydraulic Press, Hot Water Pressure Washer, Lincoln Trans, Fuel Tank Jack.

Offices are available for tech breaks

5 bays, 6 lifts (1 outside)

Currently 275-300

Advisors order 95% of parts online through our Point of Sale System. All employees can track ordered parts.

We're generally against it. We're not going to send a drone to follow you, but if you are inclined to do side-work, we'd like to have a man-to-man about it.

There is a three week limit on the "I'm a Loner" vibe; it's rare for anyone to stop you from taking on a challenge that's hopelessly over your head; people who can admit they made a mistake get an eerie sort of respect, it's weird; there's coffee. It's just OK.

- Foster weekly hands on training events from a Master Tech's or Mentor. - CTI/WHI Online curriculum and Virtual Classroom. - Other specialty and industry training tech's are interested in or as available. - ASA Summit - Vision in Kansas City.

- Apprentices moving into the Repair Tech position. - Repair Technicians moving into the Master Tech Position. - Master Tech aspiring into a Mentoring position for younger and/or aspiring technicians. - Specialized training and Certification for Hybrid and EV Vehicles. -It's your career. What were you thinking? We're game.

- Quarterly reviews designed to for bi-lateral feedback with SMART Goals - Improvements in procedures, processes for management and employees.

- Approximately 16 hours of OSHA training in the critical areas and - Quarterly Safety Meetings on topics of relevance.

Sometimes it is simply side-by-side coaching, other times it is dedicated mentoring. Sometimes there is the opportunity for an apprentice or Facilities Assistant to fill the role of Tech Assistant, simply providing assistance to the Senior Techs. Sometimes it is a Senior Tech on a Leadership Compensation to guide and direct an apprentice.

We love to give back to the local community and are involved with local church support events, AAA community events, fundraisers for homelessness relief, St. Jude, and Precious Child campaigns. Nothing is mandated, and everyone usually brings their own pet projects to the table.

- Local High School students working as Facilities Assistants. - Internships with High School STEM programs. - Advisory Board with Front Range Community College. - Wyo Tech Career placement services.

We envision either a substantial expansion project at our current location to be completed, or occupancy of a new much larger facility within a 1 to 5 mile radius.

It's personal and individual and we respect that.

We like to reverse the typical process and start with the face-to-face, core competency stuff, then move toward the more evidentiary and data-driven stuff when both parties feel like it's worth the slog.

- This is an option; we have no typical process. We've had first touches through text, email, and in-person. Since we're not using robotic AI and massive HR departments, we have the luxury of being human. -We do like to understand core competencies required for doing the job. It's great to find out if this is someone you'd 'like to go have a beer with' but the fact is, we have jobs to do and that comes first.

- Getting to know each other to understand personality, attitude, and character. - Interviews are more of an informal conversation that focus on understanding goals, objectives and expectations of everyone involved. - Applicants are encouraged to meet with any of the other employees, separately or together

-We do background checks. We don't screen for drugs as a matter of employment, but we're a drug-and-alcohol-free environment, obviously, and any behavior or incident that warrants a drug test will get one, and evidence of drug use is a cause for immediate termination.

Yes. But it's not extensive, rigid, or a deal-breaker. lt's typically a simple, written survey to understand where the strengths are and where untapped potential may be hiding.

-Figure 1-2 days after an in-person interview, and 14 days, max, for the entire process.

On our end, it's 7-14 days. Typically. However, there have been candidates who had decisions to make in terms of relocating or moving out of the industry, and we will invest the time for the right candidate.

It is very flexible and something we work hard at, not rushing into a hire. The candidate, team, and management need to be comfortable that it will be a good fit and all truly understand each others' expectations.